If you’ve received uppsägningstid vid arbetsbrist, understanding your rights is critical for a smooth transition. This comprehensive guide helps you take control of your situation while maximizing support opportunities.
Understanding the Notice Period
Check your contract: Notice periods may exceed the minimum if a collective agreement or your contract is more generous.
Know your timeline: The clock starts when formal written notice is served.
Salary and benefits: Continue as normal throughout the notice.
What to Do First
Clarify your end date, severance pay, and unused leave.
Request all necessary documentation from HR (reference letters, pay statements, etc.)
Register with Arbetsförmedlingen (the Swedish Public Employment Service) early.
Leveraging Support
Most employers will either provide or fund outplacement assistance.
Upskill through workshops and training.
Seek help from unions and professional organizations.
Arbetsrätt Advokat – Expert Guidance
If anything is unclear, consult with an Arbetsrätt Advokat to:
Review your dismissal
Ensure your compensation complies with Swedish law
Evaluate eligibility for priority reemployment
Reemployment Rights
Under LAS, dismissed workers may have priority for rehire if new roles arise within the company within certain months.
Coping with Change
Seek emotional support from your network, colleagues, and professional counselors—adjustment takes time but new opportunities do arise.
Takeaway
Stay informed, proactive, and connected to support resources.
För mer information om Employment contract, visit Employment contract.